Our recent webinar, The ROI of DEI – How Data Can Strengthen Your Business Case, tackled this head-on, bringing together experts Fiona Fleming, Head of EDI at Farrer & Co., and Andrew Carney, Co-founder of Clusivity, to unpack how data can transform DEI from an idealistic concept into a business necessity.
The conversation highlighted a simple truth: storytelling alone isn’t enough—leaders want proof. Whether it’s convincing a CFO, navigating legal pressures, or getting buy-in from executives who think DEI is just a “nice-to-have,” hard data is the key to winning arguments.
Let’s dive into the key takeaways from the session.
“If you’re not backing DEI with hard numbers, you’re already losing the case.” – Fiona Fleming, Head of EDI at Farrer & Co
Agenda:
1. Do We Even Need a Business Case for DEI?
2. Using Data to Shift DEI from Debate to Action
3. DEI’s Impact on Retention, Productivity, and Revenue
4. DEI and Legal Compliance: What’s Next?
Final Thoughts: How to Win Over Senior Leaders
1. Do We Even Need a Business Case for DEI?
The webinar opened with a big question: Should DEI even require a business case, or should companies simply do it because it’s the right thing to do?
Fiona Fleming acknowledged the discomfort with framing DEI as a business case but was clear on its necessity:
“I don’t love the phrase ‘business case for DEI,’ but the reality is—just like any other investment—you have to prove impact.”
In today’s economic climate, DEI professionals must communicate the financial, legal, and operational benefits of inclusion to different stakeholders. For some leaders, the moral imperative resonates. For others, the numbers speak louder.
“Know your audience. My CFO needs financial metrics. My HR director needs retention data. You have to tailor your argument to what drives them.” – Fiona Fleming
The reality is that businesses don’t invest in what they can’t measure. If DEI leaders want real investment in inclusion, they need to speak the language of decision-makers. That means using the same performance-driven logic applied to every other business function—finance, sales, and operations.
2. Using Data to Shift DEI from Debate to Action
One of the most powerful takeaways from the webinar was the role of data in moving DEI conversations from opinion-based to fact-based. Instead of debating whether bias exists, organisations can now prove it.
Fiona shared how Clusivity’s data tools transformed how Farrer & Co. approached DEI strategy:
“We always had a gut feeling about which groups faced challenges. Clusivity’s data finally gave us the evidence to prove it. Now, instead of just saying, ‘We think we have a problem,’ we can say, ‘Here’s where the problem is—and here’s how we fix it.’”
Andrew Carney followed up with a reminder: Data eliminates the debate about whether a problem exists. The only question left is how to fix it.
This shift from perception to measurement fundamentally changes how organisations approach DEI. Instead of subjective claims, there’s hard evidence. Instead of assumptions, there’s precision. Data removes the “belief” aspect from DEI and replaces it with indisputable reality.
3. DEI’s Impact on Retention, Productivity, and Revenue
So how do you actually measure the return on investment (ROI) of DEI?
Andrew Carney walked attendees through Clusivity’s ROI of DEI Calculator, showing how organisations can quantify the financial impact of inclusion in three key areas:
- Retention: High turnover costs businesses 2.3x an employee’s salary in lost productivity and rehiring expenses. DEI initiatives that improve workplace culture significantly reduce these costs.
- Productivity: Companies with inclusive cultures experience 30% higher revenue growth rates than those without, according to McKinsey & Co.
- Reputation & Consumer Loyalty: Companies that remain committed to DEI—even amid political pressure—see higher customer engagement and brand loyalty.
“If a company isn’t prioritising inclusion, they’re already losing money—they just don’t know it yet.” – Andrew Carney
A strong DEI strategy isn’t a liability—it’s an asset. The organisations that proactively invest in DEI will outperform those that neglect it. The data makes that clear.
For those who want to calculate their own organisation’s DEI ROI, Clusivity has developed an ROI Calculator, available exclusively to webinar attendees.
4. DEI and Legal Compliance: What’s Next?
Beyond the financial incentives, there’s another undeniable factor: the legal landscape is shifting, and companies that ignore DEI risk falling behind—or worse, facing litigation.
Fiona Fleming shared how compliance is evolving:
“We’re seeing more legal challenges related to workplace discrimination, pay equity, and bias. If companies aren’t tracking DEI data now, they’ll struggle when regulations inevitably tighten.”
Failing to measure DEI metrics today means companies will be playing catch-up tomorrow. Those without solid workforce data will be at risk of lawsuits, reputational damage, and losing top talent to more forward-thinking competitors.
Final Thoughts: How to Win Over Senior Leaders
If there’s one lesson from the webinar, it’s this: Winning leadership buy-in requires more than passion—it requires proof.
“Some leaders will always ask, ‘But what’s the business case?’ With data in hand, we can finally say—here’s the proof. Let’s move forward.” – Fiona Fleming
Companies that integrate DEI into business strategy, performance tracking, and risk management won’t just survive—they’ll lead. Whether you’re making a case for executives or proving value to clients, data is your best ally.
🎧 Watch The Full Webinar Below
Want to take action now? Try Clusivity’s ROI of DEI Calculator and start making a data-driven case for inclusion today. Access Calculator on RISE:Community group.
